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How to Create Cohesive Teams

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Are you running a truly cohesive team in your business?
It takes effort to build a cohesive team, but the process does not have to be complicated and the rewards can be great.  In fact, keeping it simple is essential.  Based on the best-selling book, The Five Dysfunctions of a Team by Patrick Lencioni, this deck aims to provide a clear, concise and practical guide to improving your team

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How to Create Cohesive Teams

  1. 1. Are you running a truly cohesive team in your business? It takes effort to build a cohesive team, but the process does not have to be complicated and the rewards can be great. In fact, keeping it simple is essential. Based on the best-selling book, The Five Dysfunctions of a Team by Patrick Lencioni, this deck aims to provide a clear, concise and practical guide to improving your team There is a link at the end of this deck to the associated blog and webinar recording
  2. 2. Kevin Brent
  3. 3. “Getting the right people and the right chemistry is more important than the right idea“
  4. 4. The Five Behaviours™ Model
  5. 5. Trust Building Trust – Vulnerability without repercussions
  6. 6. Trust Building Trust – Vulnerability without repercussions • A willingness to be completely vulnerable with one another • Confidence among team members that we all have good intentions and that there is no reason to build protective fences – that we can be open
  7. 7. Absence of Trust Building Trust – Vulnerability without repercussions • Conceal their weakness and mistakes from one another • Hesitate to ask for help or provide constructive feedback • Hesitate to offer help outside their own area of responsibility • Fail to recognize and tap into one another’s skills and experience • Hold grudges • -Dread meetings and find reasons to avoid spending time together
  8. 8. • The leader must create an environment that does not punish vulnerability. • Undertake Personality and Behavioral Profiling • Personal Histories Exercise • Do what we say we will do: Follow through! actions speak louder than words! • Team Effective Exercise What makes an effective team – and what doesn’t! How can we Build Trust?
  9. 9. Conflict Mastering Conflict– engaging in constructive debate around issues & ideas
  10. 10. Mastering Conflict– engaging in constructive debate around issues & ideas Conflict Artificial Harmony Aggressive & Destructive Politics Constructive Conflict
  11. 11. • Acknowledge that conflict is productive, and that many teams have a tendency to avoid it. • Mining Team Members must occasionally assume the role of a “miner of conflict” -- someone who extracts buried disagreements within the team Overcoming Fear of Conflict
  12. 12. Achieving Commitment– Moving towards complete buy-in Commitment
  13. 13. Achieving Commitment– Moving towards complete buy-in Commitment • Clarity around decisions • Moving towards complete buy-in from every member of the team – even those who may have initially disagreed with the decision
  14. 14. • Make sure you enable conflict! Get everyone’s ideas out • Explain why going with particular decision –and why not others • Communicate!: formulate action plan, communicate quickly and comprehensively • Set and honour deadlines, including interim milestones. • Contingency and worst case scenario analysis: remove the fear from mistakes Overcoming lack of commitment
  15. 15. Embracing Accountability – Full Attainment of Commitments Accountability
  16. 16. Embracing Accountability – Full Attainment of Commitments Accountability “The willingness of team members to call their peers on performance or behaviours that might hurt the team”
  17. 17. Embracing Accountability – Full Attainment of Commitments Accountability • Ensures that poor performers feel pressure to improve • Identifies quickly problem by questioning one’s approach without hesitation •Establishes respect among the team who are held to the same standard •Avoids excessive bureaucracy around performance management and corrective action A Team that Embraces Accountability:
  18. 18. • Publication of goals and standards: no-one can ignore them and we know who is responsible for what • Simple and regular progress review : team members should comment on their peer performance against objectives and standards • Reward team instead of individuals • Do not relegate accountability to consensus approach: shared team responsibility with individual accountability Overcoming Avoidance of Accountability:
  19. 19. Focusing on Results – Focus on Collective Outcome Results
  20. 20. Focusing on Results – Focus on Collective Outcome Results • Refer to the collective goals of the team – not individuals • Are not limited to financial measures, but are also related to expectations and outcome based performance
  21. 21. • Team members value collective success more than individual • Team members willingly make sacrifices in their areas for the good of the team • When the team fails to achieve collective goals, each member takes personal responsibility to improve the team’s performance • Team members are quick to point out the contributions and achievements of others When a team is focused on results
  22. 22. The Five Behaviours™ Model
  23. 23. The Five Behaviours of a Cohesive Team Assessment Profile kevin@bizsmart.co.uk
  24. 24. BizSmart aims to help business owners of small and medium sized businesses to create value and scale their businesses through sound practical business support by providing insight, Clarity combined with a real determination to help you succeed. You can access webinars and presentations like this and more besides through our SmartRoom service here You can read the associated blog and listen to a recording of this presentation by clicking here You can read Kevin’s profile here
  25. 25. •Need a sounding board for your ideas? •Need to know what to prioritise? •Want someone to challenge your assumptions?
  26. 26. BizSmart – Where Smart people go to surround themselves with other Smart people, to gain business success.
  27. 27. The 2 pizza rule – Amazon

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